Disclosure
Deciding whether and how to disclose neurodivergence at work.
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What "neurodiversity at work" programs get wrong: assimilation sold as inclusion
Corporate neurodiversity programs recruit autistic people for narrow roles, measure success by whether they learn to mask, and call it inclusion. Real inclusion redesigns the workplace around autistic cognition, not the autistic employee around the workplace.
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Autistic burnout and the cost of masking, for knowledge workers (not the HR version)
Autistic burnout is a predictable output of sustained masking under a neurotypical-coded work rhythm, not a personal coping failure — and the standard corporate interventions make it worse. What actually helps, drawn from AASPIRE and the masking-cost literature.
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Disclosure in software workplaces, beyond the negativity bias
The biggest study yet of neurodivergent developers (n=493) finds disclosure outcomes are mostly positive — yet the forums that advise them run on negativity bias. Why social motivations beat accommodations, and what that changes for builders and managers.